Employers Choice Screening runs background checks on job applicants. Know that you have rights under the Fair Credit Reporting Act (FCRA). Learn more about Employers Choice Screening and what to do if your rights have been violated.
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What is Employers Choice Screening?
Employers Choice Online, Inc. d/b/a Employers Choice Screening was founded in 2002, and is based in California. The company offers employment background screening services and employee compliance training solutions. It boasts “extensive experience in assisting clients and providing precise compliant background screening and training solutions to fulfill requirements in specific areas of concern, with an emphasis on state and federal mandated compliance.” The company provides individual solutions and customized employment screening services.
Employers Choice Screening offers employers a number of background check packages. For example, in one package the company offers a basic social security number trace, nationwide criminal check, and drivers’ history search. In another package, the company offers all of those background checks plus employment verification, credit history, education verification, and county civil lawsuit searches.
In addition, Employers Choice Screening conducts a wide variety of drug and alcohol screening and occupational testing, such as firefighter physical exams, military periodic health assessments, and more.
The company is accredited by the Better Business Bureau and boasts an A+ rating.
Being hired or promoted depends on a number of factors, including your qualifications, experience, and education. You may be asked to give your permission for the employer to conduct a background check, and the results of that background check may make or break your chances of landing the job or promotion.
The Fair Credit Reporting Act (FCRA) outlines the checklist that the employer must follow when retaining a company like Employers Credit Screening to conduct a background check. The checklist seeks to protect your rights while also allowing the employer to obtain the information they need to make an informed decision. If an employer goes outside of the bounds of the FCRA, they can face consequences.
Similarly, if a background check company like Employers Choice Screening fails to meet FCRA standards, you are entitled to assert your rights in federal court.
If you feel you have been harmed by Employers Choice Screening, click 844-685-9200 ☎ NOW to call us or complete our short case evaluation form. We will fight for your rights. Our services are absolutely FREE to you.
What are my Background Check Disclosure and Consent Rights?
Disclosure and consent are cornerstones of the Fair Credit Reporting Act. When it comes to disclosure, an employer must provide you with a standalone authorization in order to obtain a background report. This means that the information can’t be buried in fine print or tacked onto a job application.
Your consent is also required. The employer can’t run a background check on you unless and until you give them written permission to do so.
The type of information Employers Choice Screening gathers for the background report can vary widely, ranging from a credit check to a criminal history check to an employment verification check – or all of the above and more. But before Employers Choice Screening can hand over any of those reports, though, the employer must certify that they have made the proper disclosures and that you have given your consent for the background check.
Your Right to an Error-Free and Legally Compliant Report from Employers Choice Screening
There are three types of background checks an employer might request from Employers Choice Screening. The first type is a credit report. A credit report lists, among other things, your various credit accounts, balances, and payment history. The second type is a consumer report, which can include any prior names you have used, your social security number, and your credit history. It also includes interactions you have had with the justice system, such as civil lawsuits, arrests, convictions, judgments, and liens. The third type is an investigative report, which incorporates interviews with colleagues, neighbors, friends, and family members in order to ascertain your character or reputation.
Thanks to the Fair Credit Reporting Act, background checks have limits. For example, they generally cannot report information older than seven years old. The two notable exceptions are bankruptcies, which have a ten-year limit, and criminal convictions, which don’t have a time limit.
A background check company must take reasonable steps to ensure its report is as accurate as possible.
Your Right to Dispute an Unfair Report from Employers Choice Screening
If the employer is leaning toward not hiring or promoting you based on the information provided in a background check, the Fair Credit Reporting Act requires them to notify you in writing, and send you a copy of the report along with a summary of your FCRA rights.
If you discover that the background check has inaccurate information, you have the right to file a dispute. If you file a dispute with Employers Choice Screening, they are required to investigate and correct any errors within 30 days.
Your Right to Sue Employers Choice Screening
If your background check report includes mistakes or illegal information and you didn’t get the job or promotion, then the FCRA gives you the right to pursue a claim in federal court. If you sue and win, you could be awarded actual damages – an amount equaling lost income, for example – or statutory damages of up to $1,000. The FCRA also has what’s called a fee-shifting provision, meaning that if you win, the company is required to pay your legal fees and court costs.
Complaints Against Employers Choice Screening
If you’ve lost a job or promotion due to inaccuracies on your background check, you’re not alone. There are folks just like you who have fought back. They’ve sued companies like Employers Choice Screening for violations of the Fair Credit Reporting Act – and they’ve won.
Lawsuits against background check companies can make a variety of allegations. For example, if the background check company threw together a report and included information that was outdated or inaccurate, that could be the basis of a lawsuit. They may have included expunged criminal convictions or mistook you for someone else. Similarly, if the background check company claimed that you didn’t actually attend the school listed on your resume, you disputed the report, and the company didn’t respond, that could be the basis for a lawsuit.
Ready to Assert Your FCRA Rights?
Fired or Not Hired Because of a Employers Choice Screening Background Check? You’ve Come to the Right Place.
● Our 15-year track record of helping people just like you speaks for itself. We have the experience, knowledge, and dedication to get you the best possible results. ● We’ve helped more than 30,000 consumers recover more than $250 million. We will do our best to add your name to our list of satisfied clients. ● We are dedicated to restoring your reputation and obtaining the compensation you deserve. ● We will fight hard for you and won’t stop. We are not afraid to stand up to big, powerful companies. That’s what we do. ● Our help won’t cost you a dime out of pocket. You pay nothing until we win money for you.
Our mission is to fight for your rights. ✊
If you’re ready to assert your rights and fight incorrect information in your background check, we can help you get justice. Complete our form for a FREE case evaluation, or call 844-685-9200 NOW
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About the Author:
Sergei Lemberg is an attorney focusing on consumer law, class actions related to automotive issues, and personal injury litigation. With nearly two decades of experience, his areas of practice include Lemon Law (vehicle defects), Debt Collection Harassment, TCPA (illegal robocalls and texts), Fair Credit Reporting Act, Overtime claims, Personal Injury cases, and Class Actions. He has consistently been recognized as the nation's "most active consumer attorney." In 2020, Mr. Lemberg represented Noah Duguid before the United States Supreme Court in the landmark case Duguid v. Facebook. He is also the author of "Defanging Debt Collectors," a guide that empowers consumers to fight back against debt collectors and prevail, as well as "Lemon Law 101: The Laws That Lemon Dealers Don't Want You to Know."
